A Handbook of Human Resource Management Practice

● Deal with uncompetitive, inequitable or unfair pay systems. But as Cappelli (2000) points out, there is a limit to the extent ...

Aims For employees, the aims of career management policies are first, to give individuals the guidance, support and encouragemen ...

Talent management ❚ 401 Growth Plateau Decline Expanding Establishing Maturing 20 30 40 50 60 Figure 26.2 Career progression cur ...

never happen is considered a waste of time. In contrast and less frequently, employers who believe in long-term career planning ...

This information can identify those who may be nominated to attend development centres (see Chapter 40), which can be used to es ...

organizations in which demand and supply forecasts can be made accurately, highly formalized succession planning processes exist ...

It is possible to define career progression in terms of what people are required to know and be able to do to carry out work at ...

Career family grade structures, as described in Chapter 46, can define levels of competency in each career family and show caree ...

Formal career planning along these lines may be the ideal, but as noted by Hirsh et al (2000), there has been a shift from manag ...

Resourcing Talent management Talent development *N ew role * Promotion * Secondment DevelopmentPlan andreview ofpotential andper ...

Recruitment and selection THE RECRUITMENT AND SELECTION PROCESS The overall aim of the recruitment and selection process should ...

programme, which is derived from the human resource plan. In addition, there will be demands for replacements or for new jobs to ...

possible to elicit information about attitudinal requirements, ie what sort of atti- tudes are likely to result in appropriate b ...

Alternatively, there are the traditional classification schemes although, these are no longer so popular. The most familiar are ...

interests– intellectual, practical, constructional, physically active, social, artistic; disposition – acceptability, influence ...

which questions can focus on particular competency areas to establish the extent to which candidates meet the specification as s ...

carry out a preliminary study of the factors that are likely to attract or repel candi- dates – the strengths and weaknesses of ...

ADVERTISING Advertising is the most obvious method of attracting candidates. Nevertheless, the first question to ask is whether ...

eye-catching headlines and writing good copy. It can devise an attractive house style and prepare layouts that make the most of ...

prospects. The essential features of the job should be conveyed by giving a brief description of what the job holder will do and ...